People Analytics
Evidence about your workforce, turned into decisions — the right questions, reliable numbers and a clear view of what to do next.
Most organisations hold more information about their people than they use. Headcount, salaries, absence, turnover and survey results sit in different systems and spreadsheets, and the questions leaders ask — why people are leaving, where costs are rising, whether pay is fair — are answered by impression rather than evidence.
People analytics starts with the questions that matter to the business, not with the data. We help you define a small set of core metrics, bring the relevant information together, check its quality and build simple dashboards that leaders will actually read. Where a specific issue needs a closer look — turnover in one team, rising absence, differences in pay between groups — we analyse it in depth and explain what the data does and does not show.
Personal data is handled carefully throughout: access is limited to what the work needs, results are reported at a level that protects individuals, and the approach is agreed with you in line with the data-protection obligations of your organisation. The work ends with recommendations, not just charts.
What you get
What an engagement typically delivers. The exact scope is agreed with you first.
Core people metrics and dashboards
A defined set of workforce metrics with agreed definitions, and simple dashboards that show leaders the picture at a glance and can be updated by your team.
Turnover, retention and absence analysis
A closer look at who is leaving, staying or absent, where the patterns are concentrated and the likely reasons behind them.
Pay equity and workforce composition review
An analysis of how pay and representation compare across roles, levels and groups, with any unexplained differences identified for further review.
Findings translated into action
A short, plain-language report that sets out what the evidence shows, what it means for the organisation and the actions worth taking first.
How we work
Agreeing the questions
We start with leaders to agree the business questions the analysis should answer, and what decisions it is meant to inform.
Gathering and checking the data
We identify the data needed, agree how it will be accessed and protected, bring it together and check it for gaps and inconsistencies.
Analysis and dashboards
We carry out the analysis, build the dashboards and review early findings with you to make sure they are understood and make sense in context.
From findings to action
We present the conclusions and recommendations, agree next steps with the people responsible and hand over what your team needs to keep the reporting going.
What changes
- People decisions supported by evidence rather than impression
- A shared set of workforce numbers that leaders trust and understand
- Earlier warning of turnover, absence or pay issues before they grow
- An HR team able to maintain and build on the reporting itself
Common questions
Do we need a specialist HR system?
No. Useful analysis can often start from spreadsheets and the systems you already have. If a new tool would genuinely help, we will say so, but it is not a precondition.
How is employee data protected?
We agree in advance what data is needed, who can access it and how it is stored. We work with the minimum personal data the analysis requires, report results at a level that protects individuals and follow the data-protection obligations of your organisation.
What if our data is incomplete or messy?
That is normal. Part of the work is checking and cleaning the data, and being clear about how reliable each finding is. We also recommend how to improve data quality over time.
How is it priced?
There is no standard price list, because the scope varies. We propose the cost together with the scope, so you can see both before you decide.
Let's talk about People Analytics.
A short conversation is usually enough to tell whether we are the right fit.